6 Tips to Share With First-Time Managers
Picture yourself at the base of a massive rock, staring up at the towering cliffs that seem to touch the sky. You’re about to embark on an exhilarating rock climbing adventure, heart racing with excitement and a tinge of apprehension.
Now, swap out the climbing gear for the tools of leadership because, my friend, being a first-time manager can be just as adventurous. New managers are about to scale the challenging cliffs, ready to tackle everything that comes your way.
Just like in climbing, careful planning, swift decision-making, and avoiding treacherous missteps are vital. Here’s our list of the six perilous mistakes that can send newbie managers tumbling, on their journey to the summit of effective and respected leadership.
1. Failing to give feedback:
The first peril is failing to give feedback. Although many may find it uncomfortable, it’s as essential as knowing the basic information about what rock you are going to be climbing. Just like without the proper information about your climb, it’s difficult for your team to know whether they are meeting expectations or how they could further improve their performance if whether or not they are progressing in the right direction. Without effective feedback employees may never know whether they are meeting expectations or how they could further improve. Managers should develop methods for providing both recognition and appreciation for good performances as well as constructive criticism when needed – this will help keep teams engaged and motivated while also helping them develop professionally over time.
Additional Resources:
- Ep. 124 – Giving Feedback: 3 Common Mistakes
- Ep. 173 – Must Know: The Languages of Appreciation at Work – With Dr. Paul White
2. Not soliciting or listening to feedback received:
It’s important to recognize that there are actually two sides to feedback and new managers need to quickly embrace it from both sides, both as the person giving it and being the one to receive it. It’s easy for managers to become stuck in their own way of thinking, disregarding the perspectives of their employees. Managers should take the time to solicit, listen to and, when appropriate, act on inputs from their team members in order to maximize productivity and create an environment of trust and respect.
Additional Resources:
3. Focusing on results rather than relationships:
New managers may also fall into the trap of overemphasizing results and underestimating the importance of relationships. While it is important for managers to set and track measurable goals, they should also be mindful of fostering strong relationships with their team which will help create a productive workplace atmosphere. Managers should strive to motivate their employees through recognition and encouragement in order to unlock the power of collaboration within the team. Managers who set unrealistic expectations or fail to foster strong relationships with their team can struggle to achieve lasting success.
Additional Resource: Ep. 77 – Curiosity: Your Doorway to Positive Relationships and Collaborative Leadership
4. Refusing to delegate tasks & being the bottle-neck:
Poor delegation skills can have negative impacts on both management and employees. It can lead to micromanagement by the manager and employees have a hard time understanding what is expected from them – both of which can damage morale and reduce efficiency over time. Therefore it’s essential for new managers to take the time necessary to properly delegate tasks and agree on timelines to check in while showing trust in individual team members’ abilities at the same time – this will help ensure that objectives are met while empowering direct reports along the way!
Additional Resource: Ep. 7 – How to Delegate More Often & More Effectively
5. Not addressing conflicts early on:
Ignoring conflicts for too long will make situations worse, damage relationships between teams and lead to decreased efficiency within the workplace. it’s essential for management teams to be aware of potential sources of tension within teams so that any disputes can be addressed promptly before becoming major problems!
Additional Resources:
6. Overlooking self-development and failing to seek support:
Transitioning into a management role can be demanding and overwhelming. As new managers focus on leading others, they may inadvertently neglect their own personal and professional growth. Failing to invest in their own development through continuous learning, seeking mentorship, or honing leadership skills can limit their potential and hinder their ability to effectively lead and inspire their team.
In addition, some new managers hesitate to seek guidance or support from mentors, colleagues, or leadership coaches. Failing to leverage the resources and support systems available can limit their growth and effectiveness as a leader.
Continuing to seek opportunities for personal self-development and seeking the support from coaches and mentors will help new managers reach the summit of leadership faster than if they don’t seek out those opportunities.
Additional Resources:
- Ep. 97 – How to Get Approval for a Professional Development Budget
- Ep. 100 – What It Was Like to Be a New Manager – with Lisa, Susan, and Dave
As you embark on this new journey of leadership, let these lessons serve as your guide, helping you navigate the rugged cliffs with confidence and competence. Just like a climber meticulously plans each move, you must carefully navigate the path of leadership, avoiding the treacherous missteps that can send you tumbling.
By watching out for these 6 missteps, your journey will result in happier teams who perform better together. Embrace the challenges, learn from the mistakes, and keep reaching for the summit of success as a leader.
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